Coaching as an Innovative form of Staff Development in Organisations

Askhatova, L.I.; Bulnina, I.S.; Rudaleva, Irina; Kabasheva, Irina

doi:10.5901/mjss.2015.v6n1s3p266

Cited by 2 publications

(2 citation statements)

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“…Studies have shown that the conflict of roles and role uncertainty, as well as professional situations in which the joint actions of the employees are largely uncoordinated (there is no integration of efforts, there is competition) significantly influence the development of burnout [4,7,8]. Well-coordinated team work in the situation of distributed responsibility protects employees from the development of the syndrome of professional burnout [9]. High workload, tight regulation of the working time in the joint work of motivated colleagues contributes to the growth of efficiency, prevents the development of professional burnout.…”

Section: Resultsmentioning

confidence: 99%

Research of Organizational and Personal Factors of Professional Burnout of Personnel in a Consulting Organization

Rudaleva¹

2018

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Professional burnout is a process of gradual loss of emotional, cognitive and physical energy accompanied by symptoms of emotional and mental exhaustion and physical fatigue, personal standoffishness and a decrease in satisfaction level with the performance of work. There are three main groups of factors among the factors of professional burnout: personal, role and organizational. Professional burnout of employees of consulting companies is characterized by a decrease in the evaluation of competence and the value of their activities, and by emotional exhaustion. We evaluated the influence of various personal and organizational factors on the development of the professional burnout syndrome. The following factors (in descending order) have the greatest impact on this state of personnel: material satisfaction with work, marital status, health status, work experience of an employee in the company. The factor of "material satisfaction with work" is in direct proportion to the results, i.e. the more wages, the more often a person experiences a feeling of fatigue and "squeeze". This dependence is explained by the fact that career growth and, accordingly, the employee's salary depend on how effectively he or she works during a year, develops mandatory training programs and seeks to assume new roles and tasks. A new position requires both greater responsibility and additional workload. The next important factor is the employee's marital status. The more stable the marital status, the less pronounced is the "squeezed lemon" syndrome. The more an employee works in a company, the less often he or she experiences chronic fatigue syndrome. According to the staff opinions, organizational factors of professional burnout are inconsistencies between the work performed to wages, and also high load and multitasking. Role factors have little effect on the professional burnout of employees of consulting companies. The result of professional burnout is the growth of staff turnover in consulting companies.

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Section: Resultsmentioning

confidence: 99%

Research of Organizational and Personal Factors of Professional Burnout of Personnel in a Consulting Organization

Rudaleva¹

2018

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“…Studi ini memprediksi bahwa manajemen perusahaan yang menunjukkan perilaku managerial coaching yang efektif dapat meningkatkan keadaan motivasi intrinsik para pegawai, yang pada gilirannya meningkatkan perilaku inovatif pegawai. Selain itu, telah banyak studi yang menjelaskan pengaruh coaching terhadap perilaku inovatif (Askhatova et al, 2015;Fowler, 2014;Pajuoja & Viitala, 2020), tapi masih sangat jarang, kajian penelitian yang melibatkan variabeL motivasi intrinsik sebagai faktor mediasi. Oleh karena itu, diharapkan hasil studi ini dapat menjadi pijakan bagi penelitian-penelitian berikutnya yang berkaitan dengan eksplorasi praktik coaching dan inovasi pegawai di industri manufaktur.…”

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Manager as Coach: Eskalasi Kinerja Pegawai melalui Managerial Coaching

Nugroho¹,

Asbari²,

Putra

et al. 2021

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Penelitian ini bertujuan untuk menguji pengaruh managerial coaching terhadap perilaku inovatif pegawai dan untuk menyelidiki efek mediasi motivasi intrinsik pada populasi pegawai salah satu perusahaan manufaktur di Tangerang. Penelitian ini mengadopsi metode simple random sampling dengan 121 sampel pegawai. Hasil penelitian ini menunjukkan bahwa managerial coaching memiliki pengaruh yang signifikan terhadap perilaku inovatif pegawai. Hasil penelitian juga menunjukkan bahwa hubungan antara managerial coaching dan perilaku inovatif pegawai secara signifikan dimediasi oleh motivasi intrinsik. Penelitian ini dapat membuka jalan untuk meningkatkan kesiapan pegawai dalam menghadapi era revolusi industri 4.0

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Coaching as an Innovative form of Staff Development in Organisations

Cited by 2 publications

References 2 publications

Research of Organizational and Personal Factors of Professional Burnout of Personnel in a Consulting Organization

Research of Organizational and Personal Factors of Professional Burnout of Personnel in a Consulting Organization

Manager as Coach: Eskalasi Kinerja Pegawai melalui Managerial Coaching

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